Future Friday: What is the difference between a fad, a trend and a megatrend?

In my sessions on 7 Steps to being a practical HR Futurist I tell people that they need to be watching trends in their industry and in their targeted employee population. In the HR literature we talk about the necessity of paying attention to trends in demographics, economics, and legislation. As I was doing some reading I realized that not everyone may really know about the differences between a fad, a trend and then a megatrend. Here is a brief lesson which I hope you find useful.

A Fad

A fad is something that quickly gains in popularity and may fade just as quickly, sometimes just not quick enough. Clothing, foods, exercises, hairstyles, language are all areas that are subject to fads. A quinoa eating super model wearing this year’s bathing suit that is high waisted is a picture of a fad. They are fleeting and often last a season but may carry over a couple of years. This does not mean we ignore them, indeed we do need to be aware of them if we deal with populations of employees who may be subject to following them. Fashion, language and behaviors all have an effect on the workplace regardless of how fleeting they may be. Fads are often heavily driven by social media today. In fact social media at one time was considered a fad, which has now evolved into a trend.

A trend

Trends are a bit slower paced but represent something that is occurring on a much wider scale than a fad. A style of dress may be a fad that only affects one segment of the population, but the use of social media is a trend that reaches a broader segment. It has taken a bit longer to develop on that broad basis but now has the staying power that indicates it is a permanent alteration of the landscape. Where people live, what jobs they take, their modes of transportation, whether they save for retirement, whether they seek higher levels of education are all trends that HR should pay attention to. Changes in technology may speed some trends along. The nature of TV viewing is subject to trends and the resulting celebrity worship of non-celebrities is a trend that has taken several years to develop. The key is to pay attention to your employee population. Where do they fit? What trends seem to be the ones they will be subject to? This will allow you to start preparing for any shift that might occur.

A Megatrend

If trends are a bit slower, megatrends are the glaciers of this set. Megatrends are the long-lasting, years in developing, things that shift the world. China as an economic powerhouse was identified at least three decades ago as having the potential to be a world economic force to be reckoned with. According to the Copenhagen Institute for Future Studies“Megatrends are the probable future – or express what we know with great confidence about the future. Megatrends are certainties.” The identified megatrends of today are an aging population, globalization, increasing technological change, urbanization, prosperity, increased network speed, and just the speed of everyday life. These are forces that, barring disaster, we will all have to deal with. Of course there are things, the “wild cards” that could occur to derail these megatrends. The earth could be hit by an asteroid; the unrest in the Ukraine could blossom into World War III; a disease could develop that kills everyone over the age of 60; or some other such happening. The likelihood is small and you certainly don’t want to plan on them.

What is an HR professional to do?

The best course of action is to be aware of the difference. You notice the fads, you pay attention and plan on the trends, and you study and understand the megatrends and make long range plans for dealing with them. You have to understand your current environment and population and start planning for them and from them to insure being prepared to dealing with them.

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About Mike Haberman

I have been in human resources for over 30 years, both as a practitioner and consultant. I am known as "THE HR COMPLIANCE GUY" and as an HR Futurist. I was named an "Influencer" to IBM's New Way to Work panel.

I co-founded Omega HR Solutions in late 2000, beginning operations January 2001. I am a senior HR consultant. I am also an instructor at the University of Georgia School for Professional Education teaching human resources management. Additionally, I present numerous webinars on a monthly basis.

My blog has been published over 10 years and I write for two other sites as well, Workology (formerly Blogging4Jobs) and eSkill. I have been a certified Senior Professional in Human Resources (SPHR) for over 20 years and I have been certified as SHRM-SCP from day one.

With my background, knowledge and experience I help guide companies through compliance issues today and help them prepare for the world of work tomorrow.

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